People Data [electronic resource] : How to Use and Apply Human Capital Metrics in your Company /
Huus, Tine.author.
People are an organizations' biggest asset and easily amount to 30% of company costs so even small improvements can have a bottom-line impact. A unique toolkit to an important new trend, People Data demystifies and simplifies the process of understanding and working with human capital metrics.
Description based upon print version of record.
Cover; Contents; Preface; 1 Why Bother about Human Capital Metrics?; Human capital and human capital metrics; The value proposition; Combining art and science; Beyond data: training a probing mind; The process from data to action; It is a matter of urgency; Analytical culture as differentiator; It starts with you; 2 Working Strategically with Human Capital; How human capital metrics can support your business strategy; People data considerations; Usage and application depend on organization maturity; Drawing on concepts from economics; Efficiency + effectiveness + impact
Human capital measurement equals talent managementBenefits of working strategically with human capital; 3 The Machine Room; Getting to grips with the principles behind human capital metrics; Types of metrics; Examples of rate metric types; Examples of ratio metric types; Examples of composition metric types; Examples of index metric types; Examples of qualitative input metric types; Benchmarking and target setting; Interpretation as foundation for driving change; Interplay of quantitative and qualitative data; The organization's approach to sharing human capital metrics
4 Determining What Measures You NeedMeasuring the employee life cycle; Strategic choice and people fit; Applying supply-chain thinking; Johari window; Bottom-line impact of people processes; Global drivers of employee engagement; People analytics and big data; 5 A Toolbox for Managers; Investigating who is accountable for talent management; Talent management questions to be answered; Data sources; Inside the toolbox; What is in it for managers; 6 Making It Happen; How to apply people data; Measure to manage; Post-data process; Go or no go for employee engagement at your company
Yes, we go for employee engagementThe three steps in the survey follow-up process; Taking right action by right stakeholder from right data; Tracking progress; Keeping it alive; 7 Limitations and Obstacles; Looking at availability and quality of data; Eating the elephant one piece at a time; Resistance to measurement; Inability to work with the metrics; Inability to take action from people data; Lack of feedback facilitation skills; The status quo trap; Missing accountability in the organization; Being analytical and/or action-oriented as the situation requires; 8 Metrics for Skeptics
The kinds of skeptics you may encounterContext for scenarios; The CEO who already knows it all; The division or country leader who feels it does not apply here; The busy manager; The overwhelmed new manager; The employee who provides feedback again and again and never sees any action or change happening; The employee who is scared of numbers; The process-driven HR professional; The software-obsessed IT expert; The social-media mad communications expert chasing the magic metric; The customer who just wants to buy; 9 Calls to Action; Your company starts with measurement
Your company evolves measurement and management
People are an organizations' biggest asset and easily amount to 30% of company costs so even small improvements can have a bottom-line impact. A unique toolkit to an important new trend, People Data demystifies and simplifies the process of understanding and working with human capital metrics.
Business mathematics.
Personnel management.
Management information systems.
Operations research.
Decision making.
Leadership.
Information technology.
Business—Data processing.
Business Mathematics.
Human Resource Management.
Business Information Systems.
Operations Research/Decision Theory.
Business Strategy/Leadership.
IT in Business.